Management Training

Management training isn’t just for newbies and novices – managers and supervisors of all levels and all ages need actionable management practices to bring to their department, division or company. Learn how to be the best boss you can be by expanding your management skills, managing change effectively and bring strong leadership into your everyday management practices.

One important way to judge your success as a manger is by the success of your employees. An effective manager isn’t just a boss who can extract the most productivity from his people, but the one who produces great future managers. How can you be sure that under your leadership managers will blossom?

Judges see a lot. It’s usually pretty easy for them to figure out when an employer is trying to use “the lousy economy” as a pretext to discriminate against an employee. But judges are also good at recognizing when discrimination hasn’t been a factor in an employment decision.

When you have to fire a protected-class employee for sexual harassment, there’s always the fear that he will turn around and sue for discrimination. But remember: Credibility plays a part in deciding what happened in cases of alleged harassment. If a respected and trusted employee made the harassment accusation, the fired worker will have a hard time winning a lawsuit.

It’s a legitimate workplace fear: Someone with emotional or mental problems will act out against co-workers. Sometimes, the consequences are deadly. Most of the time, threats of violence are just words. But words are enough to justify firing an employee who expresses intent to do harm, because of the fear that it instills in others.

Here’s a bit of good news for HR professionals who worry that they aren’t conducting perfect investigations. Courts just want to see employers act reasonably. That doesn’t mean investigations must prove employee misconduct beyond a reasonable doubt.

A Wilmington company that operates several Subway restaurants will pay two former employees $55,000 to settle sexual harassment complaints against an assistant store manager. The EEOC sued SKMATCH Inc. in federal court after attempting to resolve the dispute without going to court.

Booz & Co. has created a methodology to assess “big and bold” growth ideas, based on five lenses: 1. Share of wallet. 2. New regulations. 3. Technology and applications. 4. Distinctive capabilities. 5. Business models.

The mantra of tax record-keeping has remained relentlessly burdensome for decades: “No Receipt, No Deduction.” But fear not, you who loathe the never-ending climb up the mountain of paperwork required by the U.S. tax code. Many of our most beloved tax rules have exceptions, and such is the case with this one.

Have you ever thought of not hiring an applicant because he or she had previously declared bankruptcy? Maybe you thought that was discriminatory. But a court last month said, “Don’t worry.” Private employers won’t violate the U.S. Bankruptcy Code if they refuse to hire. But firing based on bankruptcy status is another story …

Layoffs, shortened workweeks, stressed-out workplaces … it all can lead to another byproduct of the recession: increasing workloads and work slippage. How are administrative professionals ensuring that, with stakes soaring higher than ever, no work falls through the cracks?

Comcast employees who sign up to mentor local school children through Big Brothers Big Sisters can use the company’s facilities to meet with their “Littles” twice a month. The workplace mentoring program is part of the cable TV company’s $10 million national commitment to support the nonprofit.

Spring cleaning? Be sure to dust off and update your employee handbook too. Pay attention to this important point: When it comes to discipline policies, give yourself some flexibility to deal with unusual circumstances. Steer clear of complicated policies that try to categorize every conceivable offense for which employees could be fired.

Many companies design succession plans so they can spot the next generation of leaders early and develop current employees to their full potential. If your organization is involved in such a process, step back and look: Does everyone who is tapped for special treatment come from the same race or gender? Or does the chosen group exclude older workers or the disabled?

If a star employee has ever surprised you during an exit interview by saying she had been dissatisfied with her job for a long time, you’re not alone. It’s common to find a vast divergence between employee satisfaction and management’s take on the situation. Managers frequently make five big mistakes that can send your valued employees packing. Luckily, they’re easy to fix.

Melissa Dyrdahl, a former executive at Adobe, sums up pretty well the essence of taking on a leadership role: You get rewarded in a company by doing your job really well. But when you get promoted into management, you have to stop being the doer and start being the leader. For some people, that is a difficult transition ...

If you’re a multistate employer, consider this when deciding which employees are exempt from overtime and which are not: It might seem sensible to create uniform job descriptions that apply nationwide, but that could cause unnecessary trouble. Smart employers give some flexibility so local supervisors can tailor jobs for the unique circumstances at each location.

Some old-school managers cling to outdated notions about how to treat pregnant employees. Watch out if over-protectiveness results in women being denied an opportunity to work when there’s no reason not to.

Admit it: You’re too busy for all that time-management jazz. You prioritize in your head—who has time to make silly lists? And you’ve tried to block out appointments, but emergencies always throw everything awry.

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